As Millennials enter the workforce in record numbers, employers are looking for strategic ways to meet them in the talent marketplace.
They’re investing more in college recruiting, and reevaluating their “offer” so that it meets this generation’s needs. Putting that kind of change into action can be intimidating for employers, and not to mention expensive.
That’s why we’ve put together a list of ways you can “DIY” your recruiting so that it’s attractive to new graduates. That way, regardless of your budget or time allowance, you can start putting changes in practice today.
Survey after survey has shown Millennials are interested in a different type of career when compared to the generation before them. They’re less interested in gaining revenue share and more concerned with contributing to the greater good.To adapt, look for ways to incorporate an altruistic message into your career site and recruiting collaterals that shows how you’re helping others. Whether it’s your product, service or charitable efforts, include the strides your company takes to make the world a better place.
While highlighting your “greater good” is a great way to attract recent graduates, it’s not enough to entice the best talent to apply for your jobs. To create an employment brand that’s attractive to Millennials, you need to understand what differentiates your offer when compared to competitors. This generation appreciates work-life balance, mobility within the company, social media freedom, and the ability to put ideas to work.Whatever it is that makes you stand out from the rest, make sure you communicate it to candidates from the get go. Include these perks in your job postings and list them on your career site.
Do you have a great intern success story? Someone who made significant impacts during their term, and perhaps gained a full-time job in the process?Use their experience to market your opportunities to other graduates. It’s especially valuable to have these types of brand ambassadors available when you are recruiting on campus. Their testimony to success will convince other great candidates like them to explore your opportunities and perhaps gain future employment.
Focus on building strong partnerships with key academic departments, student clubs and faculty members from colleges in your area. It doesn’t have to be anything robust. Instead, it could be as simple as reaching out periodically to leaders (whether staff or students) to inform them of recent openings. As you build trust with certain individuals, they will become a great talent feed into key areas of your recruitment. Also, consider contacting their career center. They’re goal is to getting students placed, so they’re always interested in building relationships with great employers.
Adapting your recruiting efforts to meet the changing talent market doesn’t have to be a budget buster. Focus on making these small changes today, so you can quickly adapt and inexpensively attract more candidates from the Millennial generation.
